7) Medical
or
physical
8) The permanent job offer.
examination and 1) Initial Screening: As a culmination of our recruiting efforts, we should be prepared to initiate a preliminary review of potentially acceptable candidates. This initial screening is, in effect, a two-step procedure: (1) the screening of inquiries and (2) the provision of screening interviews. 2. Completion of the Application Form Once the initial screening has been completed applicants are asked to complete the organization's application form. The amount of information required may be only the applicant’s name address, and telephone number. Some organizations, on the other hand, may request the completion of a more comprehensive employment profile. In general terms, the application form gives a job-performance-related synopsis of what applicants have been doing during their adult life, their skills, and their accomplishment. 3. Employment Tests: Organizations historically relied to a considerable extent on intelligence, aptitude, ability, and interest tests to provide major input to the selection process. Even handwriting analysis (graphology) and honesty tests have been used in the attempt to learn more about the candidate—information that supposedly leads to more effective selection. It is estimated that more than 60 percent off all organizations use some type of employee test today. For these organizations there is recognition that scrapping employment test was equivalent to “throwing out the baby with the bath water”. They have come to recognize that some tests are quite helpful in predicting who will be successful on the job. 4. The comprehensive Interview: The applicant may be interviewed by HRM Interviewers, senior managers within the organization, a potential supervisor, and potential colleagues of some or all of these. The comprehensive interview is designed to prove areas that cannot be addressed easily by the application form or tests, such as assessing one’s motivation, ability to work under pressure, and ability to “fit in” with the organization. However, this information must be job related. The question asked and the topics covered should reflect the jobs description and job specification information obtain in job analysis.